A family office may oversee investments, taxes, trusts, philanthropy, properties, businesses and the needs of multiple generations. Hiring someone to help lead that work requires more than finding a candidate with an impressive résumé.
The best family office professionals combine technical expertise with discretion, judgment and the ability to work closely with principals, relatives and outside advisers. They must also be comfortable in an environment where responsibilities can be broad and decisions may carry both financial and personal consequences.
Family office executive search firms help families define these unusual positions, find qualified candidates and evaluate whether a leader can succeed within a private family organization.
To make the options easier to compare, True Sigma selected firms with different strengths. The list includes major international search firms, family-office specialists and recruiters focused on particular types of family office leadership.
Family Office Executive Search Firms at a Glance
| Firm | Notable strength | Consider it for |
| Korn Ferry | Large global executive-search platform | International or highly complex searches |
| Russell Reynolds Associates | Leadership, succession and financial-services reach | Senior investment and enterprise leadership |
| Agreus Group | Exclusive family office focus | Building or expanding a family office team |
| Cowen Partners Executive Search | Dedicated Steward family office practice | Confidential U.S. C-suite searches |
| Mack International | Boutique family office specialization | High-touch, relationship-sensitive assignments |
1. Korn Ferry
Korn Ferry is one of the world’s largest executive-search and organizational-consulting firms. Its scale provides access to candidates across industries, functions and countries.
For a family office, that breadth may be valuable when the position requires experience that does not come from a traditional family office background. A CIO might come from an asset manager, a CFO from a private company or a technology leader from a bank or investment firm.
Korn Ferry also offers leadership assessment, succession planning and organizational consulting. Those capabilities can help a family office formalize its leadership structure or develop a more systematic way to compare finalists.
Best fit: Large or international family offices seeking broad market access and a structured executive-assessment process.
2. Russell Reynolds Associates
Russell Reynolds Associates works across executive search, CEO succession, board advisory and leadership assessment. Its experience in financial services and private capital can be relevant to family offices recruiting investment and enterprise leaders.
The firm is likely to make the most sense for an important senior appointment rather than a routine staff opening. Potential searches include a CEO, CIO, CFO or another executive expected to influence the family office’s long-term strategy.
Russell Reynolds may also appeal to families that want to compare candidates from several talent markets, including private equity, asset management, banking and family-owned enterprises.
Best fit: High-level investment, financial and general-management searches requiring international reach.
3. Agreus Group
Agreus Group focuses exclusively on family offices, making it one of the most specialized firms on this list.
It recruits across a wide range of positions and also provides compensation, governance and consulting support. That coverage can be helpful because many family offices need more than one executive. A newly created office may need to hire investment, finance, legal, administrative and household professionals within a relatively short period.
Agreus can also help families understand how a position compares with similar roles at other family offices—an important consideration when titles and responsibilities vary significantly from one organization to another.
Best fit: New or growing family offices that need specialist knowledge, compensation guidance or several interconnected hires.
4. Cowen Partners Executive Search
Cowen Partners Executive Search serves family offices through Steward, its dedicated family office executive search practice.
The firm focuses on senior positions including CEO, CIO, CFO and COO. Its approach emphasizes confidential, senior-partner-led searches and matching candidates to the family’s governance, values and investment philosophy.
Cowen Partners may provide a useful middle ground between a massive global search organization and a narrowly focused recruiting boutique. It offers nationwide U.S. reach while maintaining a defined practice for family offices, principals and private enterprises.
The firm also publishes family office research covering CIO recruitment, direct investments, succession, tax leadership and the competition between family offices and private equity firms for talent.
Best fit: U.S. family offices hiring C-suite leaders through a discreet, senior-partner-led process.
5. Mack International
Mack International is a boutique executive search and advisory firm known for its work with family offices and closely held organizations.
Because family office hiring involves personal trust as well as professional qualifications, a boutique model can be attractive. Families may receive more direct access to senior consultants and a process built closely around their preferences.
Mack International may be especially relevant when the new executive will work directly with a principal or have access to highly sensitive personal and financial information. In those situations, discretion, temperament and relationship skills deserve as much attention as the candidate’s technical background.
Best fit: Families seeking a highly customized and relationship-driven executive search.
What Positions Do Family Office Recruiters Fill?
Family office recruitment can cover investment, finance, operations and personal support. Common searches include:
- Chief executive officer
- Chief investment officer
- Chief financial officer
- Chief operating officer
- Head of family office
- Chief of staff
- General counsel
- Tax director
- Controller
- Investment director
- Portfolio manager
- Head of philanthropy
- Human resources leader
- Technology or cybersecurity leader
- Executive and personal support professionals
Some family office executive search firms focus almost entirely on C-suite appointments. Others recruit across the complete organization. Confirm the firm’s experience at the required level before beginning an engagement.
How to Choose a Family Office Executive Search Firm
Start with the position you actually need
Family office titles can be confusing. A director at one office may perform the same work as a COO at another. Define the responsibilities, reporting relationships and expected results before choosing a recruiter.
Match the recruiter to the role
A global firm may be appropriate for an international CIO search. A finance-focused recruiter may be better for a controller or tax leader. A dedicated family office specialist may be the strongest option when building an entire team.
Ask who will conduct the search
Find out whether the senior consultant who presents the engagement will remain involved after the search begins. Ask who will research candidates, conduct interviews and provide updates.
Discuss confidentiality early
A family office may not want the market to know it is replacing an executive, opening a new office or changing its investment strategy. Ask how the recruiter will describe the opportunity and protect identifying information.
Confirm how candidates will be assessed
A strong candidate needs more than relevant experience. The recruiter should evaluate judgment, discretion, communication style and the ability to work with family members and outside advisers.
Understand the recruiter’s candidate network
Ask where the firm expects to find candidates. Depending on the position, the strongest prospects may come from another family office, private equity, asset management, banking, professional services, a foundation or a privately held company.
Compare fees and guarantees carefully
Executive search pricing varies by firm and position. Review what the fee includes, when payments are due, whether expenses are separate and what happens if the chosen candidate leaves.
Large Search Firm or Family Office Specialist?
Neither option is automatically better.
A large executive search firm may provide:
- International reach
- Extensive C-suite networks
- Formal assessment tools
- Board and succession consulting
- Access across multiple industries
A specialized family office recruiter may provide:
- Deeper knowledge of family office positions
- More relevant compensation benchmarks
- Access to specialized candidates
- Support across executive and staff roles
- A highly customized process
The right choice depends on the position, geography, size of the office and level of advisory support required.
How We Selected These Firms
True Sigma reviewed firms using publicly available information about:
- Family office and private wealth experience
- Executive-search capabilities
- Relevant functional or investment expertise
- Geographic reach
- Ability to recruit confidentially
- Family governance or succession knowledge
- Range of positions recruited
- Published family office insights
This list is an editorial starting point, not a guarantee of search outcomes. Families should speak with more than one firm and compare each recruiter’s experience, process and proposed search strategy.
FAQs About Family Office Executive Search Firms
What is a family office executive search firm?
A family office executive search firm recruits senior leaders and specialized professionals for organizations that manage a family’s investments, businesses, taxes, philanthropy and other interests.
Why are family office positions difficult to fill?
These positions often combine several responsibilities and require a high level of trust. Candidates must possess the appropriate technical skills while also being discreet, flexible and comfortable working within a private family environment.
Are family office recruiters only for billionaires?
No. Family offices vary considerably in wealth, staffing and complexity. Multi-family offices, private investment offices and other private wealth organizations also use executive recruiters to find leaders and specialists.
How much does a family office executive search cost?
Fees depend on the firm, position and search model. Retained firms commonly base fees on the executive’s expected compensation, while other recruiters may use fixed or contingent fees. Request a written explanation of fees, expenses and guarantees.
How long does it take to hire a family office executive?
Timing depends on the position, location and available candidate pool. A difficult CIO or CEO search will generally take longer than a position with a broader talent market. Disagreement about the role can also delay the process.
What is the difference between a family office CEO and a head of family office?
The titles sometimes overlap. A CEO generally has broader strategic and organizational authority, while a head of family office may focus more heavily on coordination and operations. The actual responsibilities matter more than the title.
Can a family office recruiter hire an entire team?
Yes. Some specialist firms recruit executive, investment, financial, legal, administrative and household professionals. Ask whether the recruiter has experience sequencing several hires and helping design the team structure.
Should a family office hire someone from another family office?
Not necessarily. Strong candidates may come from private equity, asset management, banking, professional services, foundations or privately held companies. The key question is whether they can adapt their experience to a private, high-trust environment.
Final Thoughts
Choosing a family office executive search firm begins with understanding the position—not selecting the most recognizable brand.
Korn Ferry and Russell Reynolds Associates offer international scale. Agreus Group and Mack International provide concentrated family office knowledge. Cowen Partners Executive Search combines a dedicated family office practice with nationwide C-suite reach. Quest Organization and Hudson Gate Partners bring additional depth in financial and operational leadership.
Speak with several firms, compare their proposed search strategies and pay close attention to who will personally manage the assignment. A recruiter’s ability to understand the family may be just as important as its ability to identify qualified candidates.
